Category: Articles

Articles cover the wide range of federal administrative litigation and personnel actions affecting federal employees. Topics include, but are not limited to, federal and public employee discipline, adverse actions, removals, demotions, disciplinary reassignments, EEO, Unfair Labor Practice complaints, grievances, arbitration, and other federal and public sector (State and local) administrative litigation and personnel matters

Reduction in Force (RIF) is a Real Threat

Federal employees facing a Reduction in Force (RIF) is a real threat as of the posting of this article. Since the 2024 Presidential Election results, the establishment of the “Department of Government Efficiency” (DOGE) and the appointments of cartoonish like individuals…

We Endorse Kamala Harris

Our Political Background We endorse Kamala Harris because Democracy matters. For over a decade, our group has refrained from expressing political opinions, focusing instead on federal employee pay, benefits, and employment due process—all of which were attacked by Mr. Trump.…

The Evidence File

The term “evidence file” has many applications in the administration of certain personnel actions in the spectrum of federal employee and labor relations.  “The evidence file” is often associated with a disciplinary (suspension of 14 days or less, reprimand, admonishment) or…

EEOC Discontinued Use of PCI Form

As stated earlier, the PCI form appeared a significant departure from previous discovery and acknowledgement order processes, authorized via an EEOC Acknowledgement Order, that seemingly intended to significantly limit discovery.  However, it appears the EEOC discontinued use of the PCI form as of January 10, 2024, as indicated by the screen shot below of an acknowledgment order recently received by a client dated February 7, 2024.   

EEOC or MSPB Motion for Stay

An EEOC or MSPB Motion for Stay is made by one party (sometimes both parties in a joint motion) in an EEOC (Equal Employment Opportunity Commission) or MSPB (Merit Systems Protection Board) case to temporarily halt the proceedings of the…

EEOC Scheduling Order

An EEOC scheduling order is a formal document issued by an EEOC Administrative Judge that sets out the timeline and deadlines for various stages of the EEOC hearing process. This Order is typically issued just prior to the start of…

Damages in Federal Sector EEO Cases

Damages in Federal Sector EEO cases are specific.  Compensatory damages are awarded to compensate an individual for actual losses suffered as a result of discrimination in the workplace. These damages are intended to make the individual whole by reimbursing them…

The Initial Decision

The Initial Decision by a Merit Systems Protection Board (MSPB) judge is a ruling made by a presiding administrative law judge that addresses a complaint or appeal filed by a federal employee or applicant for federal employment. The MSPB is…

Temporal Proximity

Temporal proximity is a legal term used to link events that occurred relatively close to each other. Application of this term predominantly arises in connection with EEO complaints, (post) Reasonable Accommodation claims (reprisal), and whistleblower claims in the federal sector,…

Are Douglas Factors Required?

We often receive calls from prospective clients who believe their due process was violated because the agency failed to conduct a Douglas Factors analysis in connection with a proposed action. Some unions have even advised federal employees that an agency…

The Initial Case Assessment

We often receive inquiries from prospective clients who are involved in some type of administrative personnel litigation and are confused.  This confusion typically relates to the unfamiliarity and complexity of certain actions such as a proposed removal or disciplinary action,…

Bruner Presumption

An adverse action may assist a federal employee in applying for FERS disability. This is generally referred to as the “Bruner Presumption”.

Returning to the Office

As federal employees begin returning to the office or otherwise contend with instructions to do so, it is important they understand implications for decisions in not returning to the office as instructed.

Performance Awards

End of year performance awards can be a highly contentious issue. This time of year we receive an incredible number of inquiries from federal employees concerning annual performance appraisals and associated (linked or unlinked) “bonuses”.  It should be noted that these…

Protected Health Information (PHI or Medical Information)

The safeguarding and regulatory compliant handling of Protected Health Information (PHI), also referred to more broadly as medical information, in our opinion, presents one of  the most significant risks for federal agencies and managers (particularly with an aging workforce and increased frequency…

Federal Agency Discovery Requests

Employees should understand that just as the affected employee can serve discovery requests upon the agency, the agency can serve discovery requests upon the affected employee.

Union Representative: Good or bad idea?

There is a prevailing theory that it is better to have a union representative (also commonly referred to as “union steward”), than not have a union representative, given such a need. We are certainly proponents of labor organizations and their…

Douglas Factors in Federal Employment

In determining a penalty in an adverse action, an agency should consider a number of factors. Among the many considerations are the “Douglas Factors” in certain situations.  If the agency fails to make these considerations or is otherwise unable to prove…

Duty of Fair Representation and Federal Employees

Typical Duty of Fair Representation Inquiry Typical inquiries concerning the issue or concept of Duty of Fair Representation involves claims that the local union is incompetent, not active, or at the worst, corrupt. Such claims are actually not unusual.  Many…